Senior HRBP

Vizient•Chicago, IL

3d•$102,400 - $179,000

About The Position

When you’re the best, we’re the best. We instill an environment where employees feel engaged, satisfied and able to contribute their unique skills and talents while living and working as their authentic selves. We provide extensive opportunities for personal and professional development, building both employee competence and organizational capability to fuel exceptional performance through an inclusive environment both now and in the future. Working at Vizient means making a difference in today’s dynamic health care industry, every day. Our mission is to connect health care organizations and providers with the knowledge, solutions and expertise that enable them to accelerate their clinical and operational performance. Vizient is based in Dallas and has offices in 20 metropolitan areas across the United States. We have 4,000 employees with a breadth of expertise, experience and compassion, who are eager to develop and implement solutions that advance health care for the greater good. Across our enterprise of companies, we have the scale and depth to deliver exponential impact across the continuum of care: Provista – Proven supply chain partner specializing in extended, diagnostic and preventive care facilities, including surgery centers, home health and senior living Apexus – The exclusive contractor for 340B Drug Pricing Program, managed by the Health Resources and Services Administration aptitude – The industry’s first online direct contracting market, supporting self-contracting activity between hospitals and suppliers. Sg2 - Providing a unique blend of analytics, intelligence, consulting and education to enable health system leaders to integrate strategic growth and performance across the continuum of care.

Requirements

Serves as business partner and advisor to the assigned business’ Leaders and their respective management teams.
Understands conditions and trends in the business, and effectively develops and delivers strategies to address these issues.
Analyzes people practices data while considering internal and external influences to identify common themes / emerging concerns and raise awareness or make recommendations.
Facilitates strategic discussions with leaders and HR COE’S to provide expertise to develop fully integrated and effective solutions that improve current processes and address talent-related challenges such as retention, change management, employee engagement, and leadership development; uses appropriate tools for leadership competency and skills assessment.
Maintains solid knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring compliance. Partners with the Legal Department as needed/required.
Supports efforts to enhance bench strength and retention of key talent through succession planning, career development, leadership development and teambuilding initiatives. Identifies training needs for business areas and individual executive coaching needs.
Provides guidance and input on organizational design, workforce planning and succession planning.
Leverages existing assessment tools and recommends new methodologies to guide in accurately assessing the effectiveness of the organization and its leadership.
Facilitates organizational effectiveness programs.

Responsibilities

Serves as business partner and advisor to the assigned business’ Leaders and their respective management teams.
Understands conditions and trends in the business, and effectively develops and delivers strategies to address these issues.
Analyzes people practices data while considering internal and external influences to identify common themes / emerging concerns and raise awareness or make recommendations.
Facilitates strategic discussions with leaders and HR COE’S to provide expertise to develop fully integrated and effective solutions that improve current processes and address talent-related challenges such as retention, change management, employee engagement, and leadership development; uses appropriate tools for leadership competency and skills assessment.
Maintains solid knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring compliance. Partners with the Legal Department as needed/required.
Supports efforts to enhance bench strength and retention of key talent through succession planning, career development, leadership development and teambuilding initiatives. Identifies training needs for business areas and individual executive coaching needs.
Provides guidance and input on organizational design, workforce planning and succession planning.
Leverages existing assessment tools and recommends new methodologies to guide in accurately assessing the effectiveness of the organization and its leadership.
Facilitates organizational effectiveness programs.